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It's a bottom line tragedy. In addition to lost deals, poor hires leave a trail of wasted investments and missed opportunities. Those consequences really add up, which is probably why one of the most common questions I get asked is "How can I avoid hiring mistakes?"
I spend a good deal of time helping companies establish recruiting, hiring, and retention processes for sales people. In fact, the last two articles I've written for the Business Journal have addressed different aspects of hiring sales people that can and will sell:
Successful recruiting and hiring essentially boil down to techniques that are more scientific than intuitive. If you've ever relied strictly on interviews, you know that a warm smile and pleasant tone don't always translate into sales ability. The best interviewers often turn out to be nothing more than good actors.
Decisions based on objective data, derived from proven assessment instruments that have been used with repeated success, yield the best track record. When matched with the required traits, beliefs, and requirements of the key variables in your selling environment, your success rate will improve. And it works eqaully well whether you're looking for hunters or farmers... or inside or field sales people.
If you're responsible for hiring sales people, plan to attend my executive briefing, ROI Sales Recruiting, Wednesday, September 19th from 8-9:30.
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